Feeling the pain: Employers respond to the soft skills deficit

The soft skills deficit

Five years ago, while teaching full-time as an English instructor at a community college, I became painfully aware of my students’ lack of soft skills. When I walked into class, I greeted my students. Many times, only a few would respond. The rest stared blankly at their smartphones. When I passed students on campus, I noticed similar behavior. Lots of heads in phones. Lots of headphones on. Lots of blank, sad faces. When students chose to engage in conversation, they often seemed awkward and unsure about what to say and how to interact.

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At first, I assumed they simply lacked strong communication skills. Since I taught English Comp and Oral Communication, I made it my mission to educate and re-mediate. I tried. But I couldn’t help students who didn’t register for my courses. And I also couldn’t force feed unwilling mouths (or brains).

That was 2014. There was something in the air… it was a real turning point in the way I viewed my students. Why?

The role of technology

At first I assumed my own perception had simply changed, or I’d just gained new awareness. But statistics prove it wasn’t my perception after all. Pew Research data from 2014-15 cites that Gen Z respondents claimed to use their smartphones “several times a day,” while VisionCritical research shows that Gen Z respondents in 2015 spent an average of 15.4 hours per week on their smartphones and another 10.6 hours on their laptops. And if you want to really dig into learning about the soft skills gap, pick up a copy of Bruce Tulgan’s fantastic book on this topic (I’m a huge fan).

As employers and educators, we are starting to feel the effects of Gen Z’s addiction to digital devices and internet access. In the end, digital natives grow up and become candidates for employment. And guess who’s left to deal with the great chasm between the ideal candidate profile, which features strong soft skills (which we all need to work well with others), and the reality of today’s average candidate? The employer. YOU.

What are you going to do about it?

I hope you’re feeling the pain as you read this. I’m not trying to be mean. But I know this to be true–most of us simply won’t take action and make changes until we feel pain or desperation. And most of us won’t spend money on training until we notice negative effects in the workplace.

For years, researchers (ahem… like me) have shared statistics, information, and tips about soft skills training, the soft skills gap, and the need for awareness about this upcoming epidemic. Unfortunately, most employers and educators didn’t take action. Developing training programs takes time, costs money, and can feel incredibly frustrating. Why should you have to pay for training? Isn’t it the university’s problem or failure? Maybe. Why should the university have to deal with it? Isn’t it the high school’s fault or failure? Maybe. Why should the high school have to handle it? Shouldn’t the parents do a better job? Probably.

Choices and actions

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When we stop pointing fingers, we’ll ultimately realize we’re left with two choices:

1. Continue ignoring the problem. This will get us into a greater bind, lead to organizational chaos, and cause our businesses to lose more money and become less productive.

2. Accept reality. We’re stuck with the problem, so let’s search for solutions.

Implement mentoring programs. Reevaluate your recruiting and hiring process. Take a hard look at your onboarding process. Train your trainers to teach soft skills, and if you have no full-time trainers, hire me to train your hiring managers to teach soft skills or to directly train entry-level employees or coach selected struggling employees.

There are solutions. And as with most situations in life, we become ready to take action when the fear of moving forward becomes less intimidating than the misery of our current situation.

I am here when you’re ready to move.

Contact me to discuss soft skills training, executive coaching, and other solutions.

 

Truth-telling in the workplace

It’s the age of truth-telling in the workplace. #MeToo and #WhyIDidntReport are shaking things up; many people who have kept quiet for years are becoming brave enough to find voices.

What does this mean for human resources professionals? Awareness, training, and  attention to detail in reporting, as well as policies and procedures. And how does this affect other employees?

pexels-photo-622135While many victims of sexual harassment and assault feel emboldened to share their stories, others remain quiet for fear of losing their jobs or other forms of retaliation. Some employees may learn of situations involving harassment or assault in the workplace, yet fail to report these incidents for the same reasons.

Often, reporting sexual harassment or assault is difficult. Becoming a truth teller isn’t always the wide, easy path.

Let me tell you about two of my own experiences.

In my early 20s, while working in a middle management role, I was sexually harassed by a man in his 50s. He tried to convince me that I’d behaved in a way that gave him the impression that I wanted physical contact with him. He left my office angrily. He was in upper management and played a prominent role in the organization’s financial welfare.

I never reported the incident. Years later, I felt guilty for failing to report. I’m nearly certain I wasn’t the only woman he harassed. Yet at the time, I wasn’t sure how to handle the situation. Because I’d seen how similar reports were handled within the organization, I felt certain my report would either be brushed off, or that somehow, I would be the one to suffer (asked to leave or retaliated against), not him. I loved my job, and I didn’t want that to happen. So I kept quiet.

Fast forward 10 years.

I worked for a different organization. I learned that a colleague was enduring sexual harassment, and the perpetrator was in upper management. Without giving it much thought, I reported the incident. What happened afterward is the reason I kept quiet a decade earlier. I ultimately felt compelled to file retaliation charges with a government agency against the organization.

Here’s the real question I know you want to ask me: Do I regret reporting the incident on behalf of my colleague? ABSOLUTELY NOT. Were there repercussions due to reporting the incident? Yes. Would I still report the incident today? You better believe it.

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There is never a wrong time to do the right thing. 

For me, reporting the second incident felt like the right thing to do–I had no doubts about that. There will never be a time when I will withhold the truth again in my life about my own suffering or the suffering of others. As a survivor of childhood sexual assault, and adult sexual harassment, and after keeping silent too many times, I no longer have the ability to remain quiet. It is my responsibility, and thankfully, it is my right.

 

 

 

 

An interview with Siddiqi Ray: A vision for entrepreneurs

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Each business owner discovers the road to entrepreneurship differently. I recently had the pleasure of interviewing my friend, Siddiqi Ray, about her unique path to successful entrepreneurship.

Siddiqi Ray is an internationally acclaimed photographer, speaker, and coach. Prior to stepping out on her own as an entrepreneur, Siddiqi garnered experience in editorial photography, marketing, customer relations, graphic design, and higher education. Although Siddiqi didn’t start her own business immediately after graduating from college, she shares that her mentors planted entrepreneurial seeds in her as early as age 16 when she attended The Arts High School in New York.

“I’ve always been really good at seeking out mentors—either people who were where I wanted to be and doing what I wanted to do, or who had another quality they embodied that I realized I needed,” Siddiqi shares.

The importance of mentors

This led Siddiqi to pursue internships and career-related positions throughout high school and college. Her tenacity helped her land great positions later in life with organizations like The Mayo Clinic and with clients like The Navy SEALS and The Dalai Lama. However, as Siddiqi points out, translating impressive work experience into entrepreneurial success is often a struggle.

One of Siddiqi’s most noted mentors, who pushed her to pursue a career wholeheartedly in photography, was a professor at Tish School of the Arts at New York University (NYU). While Siddiqi entered the school expecting to pursue a career in videography, her professor noticed her true talent—photography—and urged her to take her camera and “go out and experience the world and live your vision.”

So she did.

Siddiqi notes that her professor’s words, care, and mentorship impacted her profoundly.

“That was such an amazing revelation—to have someone care enough about me and to see something in me that I couldn’t see in myself.” Siddiqi mentioned other mentors, friends, and colleagues who have impacted her similarly.

Discovering our own strengths & weaknesses as entrepreneurs

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Siddiqi Ray, internationally acclaimed photographer

“Sometimes we have that knowing, but it’s hidden in plain sight,” she muses.

When starting and growing businesses, many entrepreneurs struggle with inadequacies. For some, it’s their own soft skills or interpersonal skills, and for others, it’s character strengths and weaknesses. Siddiqi admits she wasn’t immune to this struggle; she grappled with one soft skill in particular which was both her greatest quality and the “bane of her existence”—and that was vision.

Siddiqi defines vision as the internal sense of knowing, a gut instinct, and a big picture ability to see where she wants to be and what she wants manifested in her career, business, and finances. Not all entrepreneurs and business owners possess this soft skill—that’s for certain. Many business owners are simply not big picture thinkers. Many, instead, muddle through details and have difficulty with even the simplest questions, like “Where do you see your business in five years?”

Not Siddiqi. She admits that the hard work for her happens in the space between the vision and the now. She shares that she often feels frustrated because she is not truly goal-oriented even though she is vision-oriented; she can get frustrated in the translation.

Siddiqi Ray’s advice to budding entrepreneurs

Siddiqi advises budding entrepreneurs to pursue, find, and believe in their own vision yet hold it loosely.

“Hold it loosely because something better may, and probably will, occur,” she encourages.

Siddiqi notes that it’s important to keep refining your vision as you take action steps toward your vision.

“When I focus my energy and concentration, I focus on the baby steps right in front of me. I don’t worry about spanning the distance. A lot of people I work with are really busy trying to figure out how to fix it and make it work. That’s not where the mojo is. That’s not where the magic is. That’s not where the miracles live. There is vision, and there is what is going to organically happen on the way to our vision,” Siddiqi reflects.

 

If you need help developing your ability to see the big picture, reach out to me for help.

Siddiqi Ray is an internationally acclaimed photographer, speaker, and coach whose work merges intuition, creative vision and pragmatic analysis to help people come into their own power, connect authentically, and build trust through visibility. Siddiqi has worked for over 30 years with entrepreneurs, Forbes 100 listed corporations and billionaires, and spiritual leaders, including The Dalai Lama, Nelson Mandela, several members of the Kennedy Family, and the Navy SEALS.

 

Higher ed: Branding your campus

Recently, my family and I traveled across two states to the Gulf Coast to visit the beach. My daughter is still at that wonderful age of resisting the notion of “potty breaks.” Half an hour after a pit stop, she insisted on stopping again–immediately. We passed two exits, no buildings or signs indicating businesses in sight. As we neared the third exit near Goodman, Mississippi, I encouraged my husband to take the exit. We were in luck. Three miles after exiting, we came across Holmes Community College. We’d hit the jackpot.

I’ve worked at four colleges/universities as a director of career services, academic advisor, and English faculty member. If there’s one thing I’ve learned about institutions of higher education–or any educational institution, for that matter–it’s this: you can form a pretty accurate first impression within five minutes of walking on campus. How? By paying attention to the way people treat you. Let’s extend this to any place of business. How many times have you walked into a restaurant, physician’s office, or boutique and been almost immediately turned off by the lack of warmth? How many times have you walked in for a job interview and felt immediately welcomed and at ease because of the way people treated you in the parking lot, the lobby, and hallways? If this isn’t proof that interpersonal skills–soft skills–make or break an organization’s ability to earn business, I don’t know what is.

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Immediately after driving onto campus at Holmes Community College, people–faculty, staff, and students–waved, nodded, and verbally greeted us. When we entered the student center to find a restroom, the security guard smiled and asked if we needed help, a student opened the door for me and greeted me, and a woman walked out of an office to ask if we needed assistance all within a matter of 30 seconds. The women who worked in the bookstore were equally as friendly and helpful (and I insisted on purchasing a Holmes Bulldogs t-shirt to represent their excellent soft skills and campus brand).

Losing sight of people

Too often in higher education, we’re obsessed with keeping up with the Joneses. Bigger state-of-the-art buildings. Rad new programming ideas. Next, newer, tech. More students. I get it. It’s a business, right? We’re obsessed with the bottom line. We’re bean counting, as one of my former VP’s used to say as he shook his head sadly. We’re counting beans–and I understand why–but we ought to be careful that we don’t become obsessed with numbers. If we lose sight of people, our ability to attract and retain quality employees and students wains. If we sacrifice the quality of our human resources in order to boost the quantity of our student population, our students will ultimately suffer, too. 

And remember that first impression I was talking about, the one you feel when you walk on campus, the reflection of your campus brand? That’s not something you can fake. Students are smart. If your employees are content thanks to a positive workplace culture, your students (and potential students, their family members, potential donors, and alumni) will sense it. That becomes part of your brand. The opposite is true. If your employees are disgruntled, frustrated, and showing up simply out of obligation (or worse, to continue earning a paycheck), that is your brand.

The solution

The bottom line is this: the soft skills your employees possess translate into the vibe they emanate. That vibe becomes your campus brand.

If you want to improve your campus brand, improve your workplace culture. If you want to improve your culture, take a look at your employees’ soft skills. If you’re a higher education administrator, and you want to improve your employees’ soft skills, start by taking a look at your own. 

Ready and willing to take action to improve your campus brand by seeking soft skills solutions? Reach out to me for help.

 

 

The bravest thing a leader can do

What is the bravest thing any small business owner, leader, or manager can do? What is the boldest question a leader can ask? I propose that it’s this: “What’s my part of the problem?”


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Recently, a lifelong friend and small business owner contacted me for help with executive coaching, particularly in the area of soft skills training. He confessed that he felt overwhelmed by conflicts within his company related to internal communication, lack of collaboration, and systemic problems with corporate culture. What surprised me about our conversation is that he did not rant about his employees. He didn’t whine about their performance or attitudes. He did cite a few specific instances as examples of poor communication and difficulties in the workplace, but he primarily focused on his part of the problems.

Do you know how refreshing it is to offer executive career coaching and soft skills training to companies whose owners accept responsibility for their part of the problem? I think it’s incredibly brave when leaders step up to accept ownership of their  deficiencies. It’s even more powerful when they’re willing to do something to amend the situation by seeking help. “What can I do to make this right? How can I be a better boss?”

Brave questions lead to business solutions

These are the right questions! These are questions leading to solutions. These are questions generating return on investment, greater productivity, retention of excellent employees, improved morale, and better company culture.

This friend and business owner is willing to work on his part of the problem, and he will. But keep in mind that problems in the workplace typically involve multiple people. And when people are involved, things get messy. Each person usually contributes to the problems which exist in the workplace; you can’t pin a problem on one person most of the time. So each person, at some point, may need coaching or training (individually or as a group). For example, if a leader recognizes problems with communication within the company, it’s unlikely that there is only one team member responsible for the breakdown in communication. It takes at least two people to communicate.

Problem-solving is a collaborative process

While it’s great for a leader to take responsibility for his own actions, a leader cannot shoulder full responsibility for every single defect in the workplace, just as he can’t claim full responsibility for every single accomplishment. Teams fail and succeed collaboratively. Should the leader take initiative, step out bravely, and begin the process of coaching himself first? Certainly, if he desires to go that route. But he should not neglect to offer training/coaching to his team members either.

After the leader begins to see the results of coaching himself, it’s a good idea to pull the team in for training. I’ve always told people I manage, teach, coach, and mentor that I won’t expect them to do anything I haven’t done or am not willing to do myself. I think good leaders can operate by the same principle.

Undergoing executive coaching first—and then implementing team training for soft skills—works incredibly well. When the leader address his part of the problem first, seeks a solution, and takes actions to make changes, the team members see results. Why wouldn’t they want to follow the leader after they’ve seen him model problem-solving and solution-finding so well?

Can I help you identify your part of the problems within your team or small business? Contact me to discuss executive career coaching or soft skills training.

Learning from everyone in the workplace

I once joined a professional organization with a diverse membership. We met weekly and discussed industry-related research. Every member sought to grow professionally; most attended at least one yearly conference hosted by the organization so the members grew pretty close. But one of the members drove me nuts, honestly (isn’t that always the case?) She arrived late, laughed hysterically at inappropriate moments, and insisted on interrupting people. When she shared information, it didn’t seem to add value or substance. I whined to my mentor, who was a fellow member. She turned to me and smiled.

“Bethany, you learn something from everyone. You either learn who you want to be or who you don’t want to be. I guess you’re learning who you don’t want to be.”

Ugh. YES. But I didn’t WANT to learn from her! I wanted her to go away. She didn’t.

But I did learn from her. For a few more years, I sat through meetings with the obnoxious woman, who continued to exhibit the same behaviors. Nothing changed about the woman’s behavior. The only thing that changed was my attitude toward her.


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It was a great lesson learned. I probably learned more from her than from many of the solid, professional, appropriate, timely, well-behaved members of the organization who had their ducks in a row. Now don’t get me wrong–I learned plenty from those people. We need excellent role models and mentors in the workplace. Without them, we’d have no idea how to behave appropriately, how to carry ourselves through crises, how to prevent and manage workplace conflicts, how to handle harassment and other touchy situations, and how to seek promotions without steamrolling others along the way. By all means, we need great leaders and strong colleagues who have it all together.

But we need to learn from our colleagues who are barely making it, too. We need those people who have so many personal problems that they’re doing well just to show up to work an hour late, hair disheveled, tear-stained mascara across her cheeks. We need the colleagues in the cubicles next to us who take 10 phone calls per day from their elderly parents with dementia. We need the supervisor who is a micromanager, unable to let go of counting every single bean. We need the one who simply cannot stop telling crude jokes (and gets himself fired as a result–please, dear God).

We need those people because we learn our best and hardest lessons–often gaining soft skills–from the people who are most intolerable, most obnoxious, most needy, and most broken. Do you know how I learned how to communicate competently in difficult situations? By working in difficult situations, time after time, with very difficult people. Want to know how I learned how to prevent conflicts while interacting with volatile people? By working with emotionally disturbed teenagers with criminal backgrounds and a history of abuse.

We often do not choose to learn difficult lessons in difficult moments and situations. But when we find ourselves in tough situations, we have a choice. We can let those situations make us better or bitter, as the saying goes. We can either learn and grow through the situation, or we can whine, complain, and claw our way out as quickly as possible, refusing to accept that there may be anything we could possibly learn from the people and conflicts surrounding us.

I’m not suggesting you should wallow in suffering or willingly expose yourself to demeaning, inappropriate, or dangerous situations at work. If you find yourself in a hostile work situation, fraught with harassment, bullying, or conflict, you ought to immediately take appropriate action (whether that means contacting your human resources director, filing a legal complaint, filing a police report, or searching for a new job). But if you’re just feeling disgruntled or miserable because you don’t like the people you work with, or you find that a few of your colleagues or supervisors rub you the wrong way, or you’re not fully appreciated in the workplace, perhaps there’s something you can learn or gain.

Remember that obnoxious woman I dealt with in the professional organization? She never quit attending organizational meetings. She even attended conferences with us. She never changed. But my attitude toward her evolved. I stopped expecting her to change, and over time, that helped me see her in a softer light.

Most importantly, I learned deep lessons: acceptance, tolerance, patience, and compassion for a woman who had some significant personal struggles.  Hear this: I didn’t have to like her, and I never did. Her struggles didn’t excuse her professional pitfalls. But extending kindness to her didn’t harm either of us. And offering a simple prayer on her behalf didn’t hurt me either.

What are you learning from your most difficult colleagues (or supervisors)? What are they learning from YOU?

If your organization needs a speaker/presenter on workplace communication or other soft skill, reach out to me to discuss scheduling.

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